The second is to strengthen the hygiene management of the canteen, ensure that the canteen is hygienic and clean, and let employees eat comfortably and safely.
The third is to pay attention to collocation, so as to achieve "lean collocation, vegetarian collocation and rice pasta collocation", which not only meets the taste needs of employees in different regions, but also meets the requirements of scientific diet.
Fourth, the variety has increased. Due to different tastes in different regions, the initial lunch and dinner were only rice and steamed bread. Now, noodles are added to every meal, and sometimes there are steamed buns and jiaozi.
The fifth is to formulate recipes and hold dinner activities on holidays to ensure that front-line employees can feel the warmth of home during the holidays.
Sixth, the pursuit of change, pay attention to the nutritional mix and the variety of dishes, employees can often eat steamed meat, pickled fish, braised pork with plum vegetables and other special dishes, so that people will not feel "anorexia" because of the single food.
Seventh, "combining payment with compensation", employees pay a part of living expenses and a part of project subsidies every month. In this way, employees only need to pay the living expenses of 100 yuan per month to eat very rich meals, so that employees can truly feel the concern and care of the unit.
Eighth, strengthen the financial management of canteens, control procurement costs, try to save and avoid waste, and let every penny be spent on employees.
The improvement of the quality of meals in the canteen has made all the staff full of praise, concerned about the lives of employees, and started with improving meals. This practice fully reflects the project leader's concern for employees' lives, so that employees who are far away from home can feel the warmth of home. It is believed that this measure can not only strengthen employees' sense of belonging to the project, but also create greater benefits for the production of the project.
How to conduct employee satisfaction survey The most fundamental relationship between employee satisfaction survey and other surveys is that employees and the company are a long-term relationship that needs to be managed and maintained in various ways, so we should be very cautious when conducting employee satisfaction survey. In the specific process of employee satisfaction survey, there are two main purposes: 1, to dispel employees' doubts and obtain employees' real information. 2, through the investigation of feedback information, timely and reasonably solve some existing management problems. Establish a good employee relationship channel.
1, questionnaire design: employee satisfaction survey should fully understand all aspects of the company's operation, but it is not that the more questions in questionnaire design, the better. Too many questions often lead to employees' impatience to fill in carefully, which will greatly affect the quality of the questionnaire. The questionnaire design of employee satisfaction survey can be carried out through 17 latitude. Select the latitude you need to investigate most.
2. Employee mobilization: Before each employee satisfaction survey, employees participating in the survey must be publicized. Publicity for employees is often an important link that many companies tend to ignore. The quality of employee satisfaction survey depends on the attitude of employees. If employees can pay attention to it and think that this survey can reflect their own value and help improve the current situation of the company, they will contribute their wisdom.
3. Questionnaire distribution: In the employee satisfaction survey, the questionnaire distribution is also very particular. Many companies are generally organized by human resources departments, and the managers of each department issue and recycle questionnaires to their subordinates. The disadvantage of this freewheeling method is that employees are worried about the pressure from their direct leaders, and they dare not express their true thoughts when filling in relevant questions, so they cannot get real information. The distribution of the questionnaire is best carried out by the top management of the company and the third-party investigation company. Only in this way can employees feel the importance attached to them and have no worries. The filling of the questionnaire will be more real and positive. Of course, now you can also use the third-party platform on the Internet to fill in the questionnaire, so there is no process of questionnaire distribution, you just need to strengthen employee mobilization.
4. Questionnaire analysis: The analysis of employee satisfaction questionnaire is a very professional content. Questionnaire analysis needs a lot of irregular data to sort out the complicated relationship and find out the real knot. Generally, it can be compared internally (different regions, different departments, different ranks, different ages, different departments, different academic qualifications, etc.). ). We can see the performance of internal management in different groups. Historical comparison (compared with previous years' data) is divided into two ways.
Only by conscientiously doing the above links can we carry out a good employee satisfaction survey. At present, the most commonly used method of employee satisfaction survey is to use the third-party online survey platform. For example, I hope that the survey website has an employee satisfaction survey question bank with latitude 17, which can be used for reference. When distributing the questionnaire, it can be placed on the company's OA website, or employees can go to a third-party website to fill it out, and at the same time, statistical data can be automatically generated in the background. In quality control, random password, designated password, QC setting, logic setting, etc. It not only ensures the uniqueness of filling, but also eliminates the scruples of employees. But also ensures the authenticity and accuracy of filling. Very convenient.
The first step is to decide whether to implement the employee satisfaction survey project.
Step 2: sell the survey to management.
Step 3: Decide what questions to ask in the employee satisfaction survey.
The fourth step is to choose the survey method of employee satisfaction.
The fifth step is the problems that should be paid attention to in the employee satisfaction survey.
Step 6: Confirm the final questionnaire and test it.
Step 7: announce the employee satisfaction survey to the company.
Step 8: Invite employees to participate in the survey.
Step 9: Explain the findings.
Step 10: Share your findings.
Step 1 1: Take improvement measures according to the investigation results.
Step 12: When is it necessary to repeat the employee satisfaction survey?
How to do employee satisfaction survey? First, design an employee satisfaction questionnaire, design scores and survey items;
Then choose the survey method, whether it is a whole survey or a sampling survey;
Then send it down for investigation and collect questionnaires;
Choose the questionnaire, and take it out if you don't write it carefully.
Finally, statistics are tabulated, centralized problems are selected, and improvement measures are formulated for leaders to sign and inform the whole company.
If you are satisfied, please adopt it.
Reprint the following information for your reference.
Employee satisfaction survey process
The first step is to decide whether to implement the employee satisfaction survey project.
Step 2: sell the survey to management.
Step 3: Decide what questions to ask in the employee satisfaction survey.
The fourth step is to choose the survey method of employee satisfaction.
The fifth step is the problems that should be paid attention to in the employee satisfaction survey.
Step 6: Confirm the final questionnaire and test it.
Step 7: announce the employee satisfaction survey to the company.
Step 8: Invite employees to participate in the survey.
Step 9: Explain the findings.
Step 10: Share your findings.
Step 1 1: Take improvement measures according to the investigation results.
Step 12: When is it necessary to repeat the employee satisfaction survey?
Employee satisfaction questionnaire
Dear employees:
Hello! We are conducting a research project to improve the management level of the company and better adapt to the future development. In this project, we need to know the objective situation of the company and the real thoughts of employees. Your opinions and opinions are very important for the future development of the company. The questionnaire will be filled in anonymously, and the company will keep your information strictly confidential with a strict professional attitude and send it to the consulting company. Make statistics and suggestions only within the scope of consultants. Please fill in the questionnaire carefully and thank you for your active support and participation.
Please answer according to your own actual thoughts, not influenced by others. There is no right or wrong answer. Please tick next to each question that best represents your point of view. If you don't understand a question or think it has nothing to do with you, you can skip it. (This questionnaire is all single choice, and multiple choices are invalid! )
About you:
1. Your years of service in the company: less than one year; 1-2 years; 2-4 years; More than four years.
2. Your position in the company: sales assistant of the middle management (director, supervisor) of the broker.
How long have you been in your present position? Within 3 months, more than 3 months to 1 year, 1-2 years and more than 2 years.
The survey questions are as follows:
Please indicate to what extent you agree or disagree with the following statements: strongly agree (5); Agree (4); No opinion (3); Disagree (2); Very different (1).
Satisfaction with the job itself:
Please choose the appropriate score according to your personal opinion.
() 1. At present, the work provided by the company meets my expectations.
I often feel very urgent in the process of work.
I can give full play to my ability.
I like the job offered to me by my company at present.
The company has provided me with many learning opportunities.
My training is just what I need.
() 7. I clearly understand the responsibilities and tasks of my work.
() 8. At work, if there are important things that will affect my work, I will often be asked for advice.
I am not responsible for the work within my authority.
() 10. When necessary, I can flexibly adjust my personal work arrangement according to my actual situation.
() 1 1. I have the right to make necessary plans for my work.
() 12. My present job is very challenging for me.
() 13, I can withstand the current work pressure.
() 14, work pressure mainly comes from heavy workload and high difficulty.
() 15, the pressure of work mainly comes from different personal interests and tasks.
() 16, I think I have enough ability and skills to complete the task.
() 17, I think I have enough confidence to complete the task.
() 18. In the company, I think there is a job that is more suitable for me.
() 19, I am very willing to accept more difficult work than at present.
Satisfaction with work return:
It has been a long time since I was praised last time.
In the past six months, some people have discussed my progress.
() 22. When I get achievements in my work, my superiors usually praise me.
At work, my opinion is often valued by my boss.
I can feel a sense of accomplishment from my work.
I am very satisfied with my present job.
I can see the results of my work in the company's performance and service.
() 27. The company's assessment system can fully reflect my performance and performance.
Compared with other employees in the company, I am very satisfied with my income.
Compared with my colleagues in other units, I am very satisfied with my income.
Compared with my friends in other units, I am very satisfied with my income.
() 3 1. Compared with my own efforts, I am very satisfied with my income.
My performance will have a great impact on my income.
() 33. The performance of the company will have a great impact on my income.
() 34. I understand how the company determines the scope of employee salary adjustment.
() 35. I know that the company has a perfect salary management system.
() 36. The company has a clear employee promotion process.
() 37. I am very aware of the career development opportunities and directions I can get in the company.
() 38. All employees who have been promoted in the company should be promoted.
() 39. The opportunity for the company's career development is always given to the most suitable person first.
() 40. The opportunity of the company's career development is always given to the person with the best leadership relationship first.
() 4 1, companies often ignore internal employees when filling vacant positions.
Satisfaction with the working environment:
() 42. The company provides excellent office conditions.
() 43. The company has a strict work and rest system.
() 44. The company has clear regulations on commuting.
The company provided me with the necessary office equipment.
It is not easy for other companies to provide my benefits.
I am very satisfied with the way the company handles employee benefits.
I am satisfied with my interpersonal relationship in the company.
() 49. I often feel the concern of my superiors and colleagues for my work.
50. My superior supports me to balance my personal needs in my work and life.
() 5 1. There are many contradictions and misunderstandings between my colleagues and me.
() 52. The company helped me understand my development needs through effective plans.
During working hours, I often go out with my colleagues.
Satisfaction with the working group:
Under normal circumstances, my colleagues all show a positive working attitude.
To achieve the same goal, my colleagues can work closely together.
I know very well how my work is coordinated with other employees in this organization.
My colleagues can respect my thoughts and feelings.
() 58. The division of labor between departments and posts in the company is very clear, and the responsibilities are clear.
The information I need for my job is usually available to me at any time.
At work, I know where I can get the information I need.
() 6 1. My work was delayed because I couldn't get the necessary information.
In order to get the necessary information, I have to get the consent of several supervisors.
Satisfaction with the enterprise:
On the whole, I am very satisfied with this company.
() 64. The company is in a leading position in the same industry, and I am proud to work here.
() 65. The company's culture and goals have provided me with a very clear development direction.
Our company is the fastest growing company in the same industry.
I am very familiar with the company's internal management system.
() 68, the company's management system can be strictly implemented.
() 69. All systems ensure the fairness of execution.
() 70. There are few unreasonable places in the various management systems formulated by the company.
() 7 1. Senior managers attach great importance to employees' opinions and suggestions in the decision-making process.
() 72. Senior managers make decisions according to the company's mission and values.
73. My department manager communicates with us in an open and sincere way.
() 74. When necessary, I can communicate directly with the department head.
() 75. In my department, the superior attaches great importance to the opinions and suggestions of employees when making decisions.
76. My boss will constantly adopt my opinions and suggestions in his work.
() 77. Senior managers should gain the trust of employees.
() 78. Senior managers care about employees' ideas.
() 79. The senior management communicated with us in an open and sincere way.
My boss keeps reminding me of the progress of my goal.
() 8 1. My boss gave me some important suggestions for improvement to help me improve my performance.
My boss knows my work very well, so he can evaluate my performance fairly.
83. My boss can praise my efforts and achievements appropriately.
My boss creates a positive team atmosphere.
When I have problems or difficulties, my boss can help me solve them.
I never believe my boss's promise.
My boss treats all employees fairly.
88. My boss has provided me with important guidance for my personal career development.
My boss always pays attention to continuous learning and development.
Open questions:
1. If you want to make other comments on the related topics in this questionnaire, please fill in your comments (such as company, work, environment and personnel) in the space below:
2. Overall, how do you rate Lite compared with other companies where you may work?
3. What problems do you think the company has at present? What are the three most urgent things to be solved?
First of all, you need to determine what you want to investigate, select the survey groups in a targeted manner, design the planned questionnaires and unstructured interviews in advance, and finally conduct random sampling and statistics on the survey results. "I want to investigate" can help you complete the questionnaire for free, because the survey can be conducted on the company website or the third-party website, which reduces the worries of employees.
Generally, forms are designed to ask questions and let employees choose answers (generally satisfied, basically satisfied, dissatisfied, etc.). ), and then collect tables, statistics and draw conclusions. Pay attention to the distribution and recycling of forms to a certain proportion, otherwise the information will not be authoritative.
There are many ready-made employee satisfaction questionnaires on the Internet.
You find a copy, then modify it according to the actual situation of the company, and then send it to employees for anonymous filling.
First of all, according to the indicators that affect employee satisfaction, guide the design of the questionnaire.
The design of employee satisfaction questionnaire is very important, and the focus of satisfaction survey is mainly employees' satisfaction with the company and work. According to this basic framework and the goal of company survey, enterprises can first design a preliminary questionnaire, then select some employees in the company to take the questionnaire test, and then adjust the wording and questions of the questionnaire to form the final structured questionnaire.
Generally speaking, the questionnaire of employee satisfaction survey needs to focus on the culture and values of the enterprise. Enterprises need to establish a scientific employee evaluation index system according to their own actual situation, and conduct regular surveys to understand the dynamic changes of employee satisfaction. Usually, when conducting employee satisfaction surveys, it is necessary to understand employees' concepts, enterprise values and the overall quality of enterprise management.
The study found that the following indicators are important aspects that affect employee satisfaction, and should be considered when designing employee satisfaction surveys:
1, Organizational Goal: Does every employee in the enterprise know and confirm the organizational goal and take pride in it?
2. Organization: Does the enterprise have strict rules and regulations, management policies and procedures, management systems and practices, and a formal organization and reporting system?
3. Organizational efficiency: employees' confidence in the overall ability and success of the organization and the success of the organization in achieving its goals.
4. Communication: vertical and horizontal communication of information within the organization.
5. Coordination and cooperation: When all the members of the organization are cooperating effectively for the common goal, their respective abilities are brought into full play, and independent groups can coordinate with each other and effectively accomplish the common work goal.
6. Salary system: Are you satisfied with your current salary?
7. Care system: whether the enterprise is cared for by the management.
8. Environment: The internal atmosphere of the organization makes employees feel happy, supported and embraced, and employees are satisfied with their work.
The second is to do a good job of communication before the implementation of the investigation.
Whether the employee satisfaction survey can achieve ideal results requires employees to have a strong sense of participation. Therefore, when conducting employee satisfaction survey, it is necessary for everyone concerned to understand the importance of the survey and get the support of the department manager. In the communication before the investigation, the following points should be informed and emphasized:
1. The importance of participating in the survey. It is necessary to explain to employees that this is an opportunity to express public opinion, and emphasize that every opinion of employees will have a great impact on the future management improvement of the company.
2. The confidentiality and anonymity of the investigation process and information. Assure employees that their feedback will be kept strictly confidential.
3. How long will it take to complete the investigation? Explaining time allows employees to arrange time reasonably to fill in. Generally speaking, most of this type of investigation, if designed reasonably, takes 15 to 20 minutes.
4. How will the survey information be used? Tell employees that everyone's opinions will be reflected in the final analysis results and get a reply.
5. Give a deadline and thank employees for taking the time to participate. You can also take the method of investigating that participants may have a chance to win a lucky draw and encourage employees to fill it out carefully.
Third, adopt a combination of qualitative and quantitative investigation methods to ensure the depth and breadth of the investigation.
From the depth of solving problems, there are two investigation methods, qualitative research and quantitative research. Qualitative research mainly interviews employees by setting open and in-depth topics to obtain the types of problems existing in enterprises and the deep feelings of employees. Specific methods include employee discussion and one-on-one interview with employees. Because some topics are not convenient for public discussion, employee discussion is more suitable for one-on-one in-depth interviews with employees. Quantitative research reveals the degree and scale of different problems, and the specific methods are online survey and self-filled questionnaire survey. When the sample size is small and the employees are concentrated, the costs of the two methods are similar, but when a company has thousands of employees and employees are distributed in different places, the cost advantage of Internet survey is obvious. If most employees can log on to the Internet in the workplace, the Internet is the first choice. Internet survey will bring high response rate and faster feedback results, and it is easy to control the survey procedure and automatic logic check ability. If only a few employees in the company have access to the Internet, it is suggested to use the traditional self-administered questionnaire survey. From the depth of solving problems, enterprises can take a qualitative approach, dig out some employees' evaluation of enterprises qualitatively, and then test the degree of problems through quantitative investigation, so as to have the effect of mutual confirmation and better analyze the deep-seated causes of problems.
Fourth, feedback in time after the employee satisfaction survey is completed.
At the end of the survey, the enterprise needs to ensure that the survey results can be successfully transmitted to every employee. The biggest mistake made by many enterprises in employee satisfaction survey is that they did not pass the survey results to every employee of the company, because as an enterprise, if we want to comprehensively improve the productivity of the company through employee satisfaction survey, we must let everyone know the overall situation of the company and their personal influence on the organization, and employees can also feel that the time they spend filling out the questionnaire is very valuable. Of course, the enterprise does not necessarily need to release the report to every employee completely, but it is very important for the company to reveal the problems and deficiencies found in the investigation with an honest and open attitude and express gratitude to the employees for their participation.
Fifth, after the investigation, it is necessary to make an implementation plan to improve employee satisfaction.
The key problem that some satisfaction surveys do not work is that enterprises only pay attention to the survey itself, but have not come up with practical solutions. If the enterprise just looks at the information and understands the employees' reaction to the company without taking any action, then the employee satisfaction survey is of little significance, otherwise the employees will turn their satisfaction into formalism, and the effect of future surveys will be greatly weakened or even counterproductive. Therefore, in order to make the satisfaction survey really play a role and go deeper, it is particularly critical to formulate an action plan to solve the problem. Only when the satisfaction improvement plan is formulated and implemented will employees actively reflect the problems at all levels of the enterprise to promote the communication of enterprise information.